Abstract
This paper will recognize inappropriate behavior in nursing and effects on the patient. Awareness of behaviors that threaten the workplace culture of safety, nurses examine what contribute to and supports this type of conduct. This essay will ask a question regarding incivility in nursing .What are some tools for nurses regarding incivility?
The ANA Scope defines a healthy environment as safe, satisfying, and empowering (ANA, 2015). There are factors that can create changes in the workplace that may result as a barrier that prevent the best patient care and health of the nurse. A shortage of nurses can be one of the factors that impedes a healthy environment. Nursing shortages have been linked to increased mortality, staff violence, accidents or injuries, cross infection, and adverse post-op events (McNeil & Sharpe & Benbow, 2012). Staff violence would definitely affect the environment because this would cause a disruption because of the lack of respect in the teamwork that the nurses are supposed to participate in to provide quality
Violence against nursing staff and peer-to-peer assault is a significant problem on adult inpatient psychiatric units (Delaney & Johnson, 2006). OSHA (2015) reports less than two employees per 10,000 in private industry suffered injuries related to workplace violence compared to 7.8 cases per 10,000 employees in hospitals. The negative result of staff injury is the “hidden costs” of low “productivity, morale and employee retention” (OSHA, 2013, p. 4). The current practice model on psychiatric units is an emphasis on maintaining a therapeutic milieu and the use of de-escalation techniques as needed to address agitated, aggressive and assaultive behaviors (Delaney & Johnson, 2006).
Whether another nurse or higher medical provider it isn’t right and is a major concern in healthcare. ANA recognizes that incivility, bullying, and violence in the workplace are serious issues in nursing. Currently, there is no federal standard that requires workplace violence protections, but several states have enacted legislation
During my visit to the BRN meeting, I observed disciplinary hearings in which former nurses could petition to have their licenses reinstated or petition the length of a probation period. Death threats, gross negligence, and drug and alcohol abuse were some violations performed by these nurses. This presented an opportunity for me to have an outsider’s perspective on the situations presented and learn about some qualities that a nurse should or should not have. For instance, multiple bags of drugs were found in the possession of a nurse while on duty.
“While working at a hospital as a Registered nurse, I was being bullied every day at work I became withdrawn, severely depressed, I would break down and cry every day after work. It was a nightmare,” explained Nurse Jackie. Horizontal bullying should not be neglected it is a life-threatening problem affecting the healthcare. Nurse to nurse bullying in the workplace can have an impact on new nurses, the treatment of the patients, and lack of job satisfaction. Imagine being a nurse and additionally feeling nervous about taking care of a challenging patient or meticulously achieving all of the medical records.
The display of lateral violence in nursing is an issue that is hurting the profession as a whole. Lateral violence is an unprofessional display of behavior from one nurse to another that is meant to intimidate. According to Tina Dimarino “researchers have found that the most common forms of lateral violence in nursing include nonverbal innuendo, verbal insults, gossiping, undermining, withholding information, sabotage, infighting, scapegoating, backstabbing, failure to respect privacy, and broken confidences.” This type of behavior is also termed horizontal violence, nurse to nurse, incivility or bullying (Dimarino, 2011).
As nurses can act as different roles including educators, communicators and managers, they will involve in so many types of interaction with other healthcare professionals which increase the chance for conflict among them (Higazee, 2015). For the causes of conflict that occur in hospitals, they can be related to competition for resource such as staff, financial sectors and space, inadequate communication, and the opposition of opinion, priorities, roles, beliefs, perceptions, practices, authority and values (Finkelman, 2015; Warner, 2001). Managing conflict can be divided into two aspects, one is conflict prevention, another one is resolution of conflict. Although managing conflict is time consuming, it is necessary to handle it well to prevent the adverse effect on relationship between staff, patient care and productivity which can also influence the job satisfaction and cause increasing in turnover rate (Simpao,
Many think that bullying is an issue that occurs more often with minors in a school setting, but horizontal violence in nursing negates this thought. Horizontal violence in nursing is best defined as “bullying that occurs between coworkers” (Granstra, 2015). This bullying cannot only negatively affect seasoned nurses, but also new graduate nurses that may lack confidence in their abilities as they are new to the field. Consequentially, this can
Hospital largest human resource cost is nursing staff. Hospital allocate most of their personnel budget to nurse recruit and replacing staff. There is no secret that a nursing shortage exist, but nursing have a dirty little secret, which is, “nurses eat their young” (Sincox, 2010, p.8) or the more formal term lateral violence. Lateral violence is a nurse intentionally withholding pertinent patient information, assigning workload of total care and pain seeking patient, turning a blind eye or just plain sabotaging ones’ efforts (Thompson, 2013). One of the reason “new nurses leave their first staff job within the first six months due to some form of lateral violence” (Sincox, 2010, p.8).
According to Becher & Visovsky (2012), “The actual incidence and prevalence of horizontal violence in nursing are relatively unknown, as HV often is unrecognized and underreported” (p. 211). In my case, I did not report it because I felt that it will not make a difference, and I did not want to have any conflict with my nurse before the semester ends. However, if I reported the incident, it could have help other nursing students to avoid experiencing the same situation. Walrafen, Brewer, & Mulvenon (2012) suggest, “With increased awareness and sensitivity, nurses may be better able to monitor themselves, as well as assist their peers to recognize when they are participating in negative behaviors that have the potential to escalate into violence towards co-workers” (p. 11). It is important to report the incident so that other nurses can become aware as well.
The nursing profession has always been known for its attitudes to others, which encompasses the behaviors of being caring and compassionate. Nevertheless, what many of the individuals do not realize is that the actions of incivility among other nurses occur discreetly, whether it be in an institutional or practice setting. Incivility, in the world of nursing, is one of the most essential and difficult problems to approach. Throughout this discussion, it will entail what incivility is and why it occurs, whom are the most vulnerable, and how can nurse leaders address this issue. Incivility is defined as any impolite or disrespectful behavior toward another, whether intended to cause harm or not.
Violence against healthcare providers is a significant problem that has been receiving growing attention. Incidents of workplace violence are experienced by nurses and physicians on a day-to-day basis, especially in emergency departments. The corollary of this phenomenon has become a significant matter due to the psychological stress it is placing on healthcare providers, hence affecting their efficiency and productivity. We may often undermine the consequences of workplace violence, but studies show that it may cause distress, apathy, rage, disappointment, helplessness, anxiety, self-doubt, and insecurity of healthcare workers. (Öztunç 360-365)Hence, their entire job performance is decreased and absenteeism is increased.
When looking at the function of professional nursing, the attitude, experiences, as well as factors such as demographics, social class, education, and values, can determine how the nurse will view violence in the workplace. These factors that have contributed to the development of the professional nurse can also determine how the nurse views and even reacts to workplace violence and aggression towards them. The qualities of the professional nurse and their background can determine how the human behavior from the patient is viewed and can lead to de-escalation or escalation of violent situations. The behavior of the patient can include cooperation, calmness, anxiety, aggression, or anger. Behaviors of aggression, anger, frustration, and acts of intimidation when patients are experiencing an illness can exacerbate stressful situations which can turn violent.
Being disrespectful is the easiest way to make your teacher angry, so if you were wondering how to do that? Just use your cell phone. For example, when I was in level 106, unconsciously I opened my phone during the class time, and my teacher saw me do that; consequently, the reflection of that settled its shadow my participation grade, but most importantly, I lost a huge amount of positive impression. Being lazy is the second step on your road to achieve your goal. For example, if you are given homework, it is extremely beneficial to neglect it.
Information regarding the reports such as research limitations, level of evidence, research method and design are included in the discussion and implications of nursing. The literature review found that nurse on nurse bullying does indeed effect nurses in a physical and emotional way as well as effecting the adequacy of patient care. Effects of Horizontal Violence in the Workplace on Nurses and Patient Care Introduction Nurses spend approximately 12 hours a day 3-4 times a week working in either a hospital, clinic, or some sort